Compensation Manager

Responsibilities

• Lead the design, implementation, administration, and continuous improvement of global compensation programs, salary structures, and pay practices.
• Manage and evolve global job architecture, leveling methodologies, and compensation frameworks to support organizational scalability and consistency.
• Conduct market pricing, competitive benchmarking, and compensation analyses using survey data and external market intelligence to ensure competitive and equitable pay positioning.
• Partner with HR Business Partners, Talent Acquisition, Finance, and business leadership to provide strategic compensation guidance for new hire offers, promotions and transfers, organizational changes, retention strategies, off-cycle compensation adjustments.
• Lead annual compensation planning activities, including merit cycles, bonus planning and modeling, promotion increases, and budgeting support.
• Provide recommendations and insights on compensation trends, internal equity, geographic differentials, and evolving market conditions.
• Ensure compensation programs align with company philosophy, business objectives, and compliance requirements across global regions.
• Support and manage global equity compensation programs including Restricted Stock Units (RSUs), stock options, Employee Stock Purchase Plans (ESPP).
• Oversee grant processing, vesting administration, reporting, reconciliations, and audit support activities.
• Partner with Finance, Payroll, Legal, and external administrators to ensure accurate reporting, governance, compliance, and documentation.
• Support executive compensation analysis, compensation committee materials, and broader public-company compensation requirements as needed.
• Monitor equity utilization, burn rates, and program effectiveness while providing reporting and recommendations to leadership.
• Lead compensation analytics, workforce reporting, and dashboard development to support strategic decision-making.
• Conduct pay equity, internal alignment, and compensation risk analyses; identify trends and recommend corrective actions where appropriate.
• Develop financial and compensation modeling to support organizational planning, incentive design, and structural compensation changes.
• Establish and maintain strong compensation governance, documentation, controls, and process consistency.
• Ensure data integrity across HRIS, payroll, compensation, and equity administration systems through validation, reconciliation, and audit practices.
• Deliver executive-ready reporting and presentations with clear, concise recommendations and business insights.

Qualifications

• Strong expertise in compensation strategy, market benchmarking, salary structure design, and compensation governance.
• Demonstrated ability to translate complex compensation data into actionable business recommendations.
• Strong analytical capability with exceptional attention to detail and accountability for data accuracy.
• Experience managing or supporting equity compensation administration and reporting within a publicly traded company environment preferred.
• Knowledge of global compensation practices, job architecture, and leveling methodologies.
• Advanced proficiency in Excel; Pivot tables, XLOOKUP/VLOOKUP, Index/Match, Data modeling, Scenario analysis.
• Experience with HRIS, compensation management systems, and reporting tools preferred.
• Strong communication and stakeholder management skills with the ability to influence at multiple organizational levels.
• Ability to balance strategic thinking with operational execution in a fast-paced environment.
• Experience 8+ years of progressive compensation experience, ideally within a global, multinational, or publicly traded organization.
• Prior experience partnering directly with senior leadership and cross-functional business stakeholders preferred.
• Experience supporting compensation transformation, process standardization, or organizational scaling initiatives is highly desirable.